| If you ask a distributor who has just completed a training module “Did you understand the material? Did it make sense? Is it something you can use?” 99% of the respondents will answer with a resounding “yes!” When in reality, many of them didn’t understand the material or didn’t pay close enough attention to digest the information and put it into practice. Much of changing behavior has to do with concrete actions following motivation. The best way to avoid this problem is to test the distributor’s understanding of the material. This can be accomplished in a couple of ways. You can develop a simple competency test that measures the distributor’s understanding of the basic concepts that you want to be sure are understood. This doesn’t have to feel like a pop quiz from high school. Use some creativity here to bring that sense of accomplishment to their learning. Have them create a question for other members of the session, or give out prizes for the best idea on applying a specific idea, or give a quiz, but don’t let them hang out in the wind too long. However, a more proven method for motivating change is to use role plays. Through the role play it will quickly become evident if the material was understood and equally important, if the distributor is able to apply the newly gained knowledge. We learn by thinking about new ideas. We remember and apply those only with practice. Role-plays give them a head start.
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